We source and recruit human resources that work in relation to the Information Technology field. Our method of sourcing is very effective and we want to share our knowledge.
1. A Sourcing Concept
that Works
Well defined requirements, clear steps,
emerging technologies and full communication.
2. Purpose
✦ We are a sourcing and recruiting agency
✦ At AndreaTanzi we have a process that
works wonders
✦ The results are a wealth of ideal
potential candidates for our customers
to choose from
✦ We want to share what we know
3. Focus
✦ One of our main assets is that we are
focused
✦ Focus could mean a sector, a discipline
or a concept (i.e. pharmaceutical, IT,
management)
✦ Focus provides strength and reach
within the realm
4. Definition
✦ Prior definition of the requirements
needed is a must
✦ Well defined role, responsibilities, skills
and tools, attitude, background and
training is vital to success
✦ Definition is a foremost step and is done
in collaboration with the client
5. Leverage
✦ The Web 2.0 and Social Media provides a
myriad of opportunities for boosting the
process and spreading the word thus
increasing target reach.
✦ We use SAAS (software as services) to
hire a variety of tools that enables us to
improve our sourcing, selection and
recruiting process.
6. Upgrade
✦ With the tools available today:
✦ Promotion can be beautiful and enticing
✦ Audiences can be opt-in
✦ Knowledge capital is an marketing asset
✦ Advertising outlets have minimal or null cost
✦ Process management can be shared with the
client
✦ Applicants’ input can be automated
7. Automation
✦ In service providing operation costs and
delivery time are primary
✦ By automating Candidate Screening,
Reference Checking and Client’s
Feedback costs are greatly reduce and
final pricing become a competitive
advantage
✦ Plus everything gets to be safely
documented
8. Structure
✦ Structure is usually a virtue
✦ A well structured and consistent
sourcing and recruiting process results
in efficiency and replicability
✦ The process must be transformed into a
framework and patterns created
✦ There’s always customization but
standardized
9. Communication
✦ Constant, well design and frequent
communication to both the applicants
and the employers is the main ingredient
to a positive outcome
✦ Communication should be rule by
structure and consistency
✦ It must always proceed actions but is
also ideal during stand by periods
10. Business Models
✦ There are two most common business
arrangements with a recruiting agency
or a combination of both
✦ Contingency: Fee charged after job opening is
fulfilled by one of the agency’s presented
candidates
✦ Retainer: Monthly fee that includes the
sourcing and recruiting of as many a potential
candidates as possible
11. Advantages
✦ Contingency is best for sporadic
recruiting. Is best for the agency to also
establish a set up fee that should be
charge in case the client ends up not
hiring a presented candidate
✦ Retainer is best for continuous
recruiting, either for the same profile or
for a different one. A combination of
retainer + contingency is convenient
12. Set up fee
✦ The first half of the full effort is allocated
in the set up and the socializing
✦ In doing contingency that effort is
reward when the hiring is done and the
fee collected
✦ In case the hiring is not done, this first
effort has to be charged in the form of a
set up fee
13. Time
✦ Another advantage of the retainer model
is that time brings the best potential
candidates
✦ It takes time for socialization to move to
action usually taking up to a month or
two for the curve to peak
✦ Ongoing recruiting is a common practice
within the Information Technology
industry
14. Case Study: Us
✦ Our focus
✦ We resource and recruit exclusively for
professionals within the Information
Technology practices.
✦ Developers, programmers, engineers, testers,
technology architects, system and database
administrators, infrastructure technicians,
interactive designers, etc.
15. The First Step
✦ As soon as a new Service Order is signed
the first step we take is doing a job
profile requirements review
✦ If needed we advice our clients towards
precise definition of the job profile
✦ Next we proceed to set up an automated
Screen Form to measure applicants’
compliance
16. Our Database
✦ We have an active DB of 1000+
applicants
✦ We regularly receive approximately 20+
Resumes weekly from new applicants
✦ Our DB is classified through tags (i.e.
practice, seniority, specialized tools, vicinity)
✦ We search & contact first within our DB
when a new Order comes in
17. Socializing
✦ We use social/digital media to socialize
our open positions:
✦ We have three accounts on Twitter. Andrea
Tanzi’s personal account has 350+ followers, a
high number for Costa Rica
✦ We use LinkedIn, Facebook (general feed, a
Page and a Group)
✦ We also have banners in the Trabajo en Costa
Rica website and Fusil de Chispas blog and post
positions in online job boards
18. Newsletter
✦ We have a bi-monthly newsletter that
reaches 1500+ Costa Rican Information
Technology workforce members
✦ Our newsletter is opt-in as opposed to
spam mail marketing
✦ It also has a feed through RSS and posts
directly to our @ITjobsCR account on
Twitter
19. Self-Service Forms
✦ A Screen Form is set up for every job
profile using a fast forms builder and
information collecting service (SAAS)
✦ Applicants are directed to a URL to self-
sufficiently fill out the forms
✦ The form builder service enables reports
on each individual form’s activities
✦ Other forms: Basic Info, Reference check
20. Project Management
✦ We use a Web 2.0 project management
tool to document and organize the job
opening, its data and its potential
candidates
✦ Our customers are able to access the
tool through a user name and password
✦ Everything that has to do with the job
opening is preserve securely and
accessibly within the tool
21. Communication
✦ We have structure and pre-design emails
that keep the applicant aware of their
status within the recruiting process
✦ The communication is both in English
and Spanish
✦ Emails: first time greeting, recruiting process
invite, forms fulfill request, on going process
notice, interview coordination, process
conclusion notices